本研究以台灣地區服務產業正職員工為研究對象，並透過網路蒐集資料，共回收336 份有效樣本。研究結果發現（1）工作不安全感對工作滿意度有負向影響（2）工作不安全感對離職傾向有正向影響（3）同事關係對工作不安全感與離職傾向間的關係具調節效果。;In today′s world, organizations and employees are dealing with a constantly changing and uncertain environment caused by technological progress and the pandemic. It is imperative for organizations to adjust to the external environment to maintain their competitiveness. However, such changes may cause employees to experience uncertainty regarding their job security. Furthermore, organizations are now recognizing the significance of employee retention by focusing on attitudinal work outcomes such as job satisfaction (JS) and turnover intention (TI). Utilizing social exchange theory (SET), this study examined the relationship between job insecurity (JI) and attitudinal work outcomes. Additionally, the moderating effect of Guanxi was explored. Data from 336 employees in Taiwan’s service sector were analyzed using hierarchical regression. The findings revealed that JI has a negative effect on JS but a positive effect on TI. Furthermore, CG was found to moderate the relationship between JI and TI. Theoretical contributions and managerial implications were then discussed.
